A guide to staff training on gender equity and the prevention of violence against women Learnings from the Generating Equality and Respect program

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1 A guide to staff training on gender equity and the prevention of violence against women Learnings from the Generating Equality and Respect program This tool provides a number of practical templates, resources and general considerations for planning, delivering and evaluating training on gender equity and the prevention of violence against women. It forms part of a suite of tools developed from the experiences of Monash City Council and Link Health and Community in their journey to create and support gender equity and prevent violence against women as part of the Generating Equality and Respect program. Drawing from VicHealth s decade of research and activity in preventing violence against women, Generating Equality and Respect was a world-first three-and-a-half-year program bringing together a range of prevention strategies to a single location in Melbourne. The program had a significant focus on supporting gender equity in the workplace. More information about the program can be found on the VicHealth website. Raising awareness and building the capacity of staff to promote gender equity in their work is essential to creating gender equity in the workplace. This tool reflects learnings from Link Health and Community and provides a useful guide to organising staff training on gender equity and the prevention of violence against women. It can be used as a checklist to work through the four key steps: 1. Training needs assessment 2. Develop training plan 3. Deliver training 4. Evaluate training Definitions Gender equality equal treatment of women and men in laws and policies, and equal access to resources and services within families, communities and society; sometimes referred to as formal equality. Gender equity involves fairness and justice in the distribution of resources and responsibilities between men and women; sometimes referred to as substantive equality. It often requires women-specific programs and policies to end existing inequalities. 1 ONLINE RESOURCES To view the full suite of tools, visit vichealth.vic.gov.au/gear-tools The tool contains a number of useful training templates and resources, including examples of different training sessions, a training plan template and a staff survey that can be used as part of the training needs assessment and/or evaluation. General considerations related to gender equity and the prevention of violence against women are provided to support sensitive delivery of the training and to maximise participation and impact. 1 World Health Organization 2010, Violence prevention: The evidence, WHO, Geneva. vichealth.vic.gov.au

2 Step 1: Training needs assessment A training needs assessment should be undertaken to ensure that training reflects the needs of the organisation. A training needs assessment is sometimes called a learning needs assessment, or gap analysis. It involves assessment of what is the situation now?, as compared with what ideal conditions would be. It helps to identify the major learning needs across the organisation and within certain groups. The key questions to address in a training needs assessment are: What do we ultimately want people to be able to do (practice)? What capacities (knowledge, attitudes or skills) would support people in the organisation to enhance their practice? For example: -- What are the gaps in understanding? -- Which attitudes may be reinforcing gender inequity or rigid gender roles? -- What skills are needed to stand up to sexism? A range of knowledge, attitudes and skills (capacities) for gender equality and the prevention of violence against women are provided in the table below. These may form the basis of the training needs assessment and underpin future training. Conducting the training needs assessment can be as simple or as comprehensive as the resources available allow. It may involve reviewing existing workforce data, or collecting new data through employee consultation or surveys. An example of a staff survey that can be used as part of the training needs assessment and/or evaluation is provided (page 11). 2 A guide to staff training on gender equity and the prevention of violence against women Learnings from the Generating Equity and Respect program

3 Capacities for gender equality and the prevention of violence against women Capacity Knowledge Attitude Skill Understanding that violence against women is serious, prevalent and preventable Understanding that unequal distribution of power and resources between men and women and adherence to rigidly defined gender roles are the key determinants of violence against women Understanding of the difference between a determinant and a contributing factor to violence against women, specifically the use of drugs or alcohol Understanding of actions at the individual, community, organisational and societal level that prevent violence against women from happening in the first place Identify how gender is relevant to one s work Understanding how unconscious bias can impact unfairly on women Awareness of the organisation s gender equity policy position Understanding of actions that workplaces can take to embed gender equity into organisational systems (plans, policies, practices) Gender equality is everyone s business Violence against women is everyone s business Promoting gender equity and non-violent norms are effective solutions to preventing violence against women Gender equality is something that we should strive to achieve at the individual, community, organisational and societal levels Confidence in using gender equity tools or processes Confidence in advocating for gender-aware planning, program and service delivery Confidence in being an active bystander 2 2 Bystander action refers to the action taken by a bystander to identify, speak out about or seek to engage others in responding to specific incidents of sexism, discrimination or violence against women. Bystander actions may also be responding to behaviour, attitudes, practices or policies that contribute to sexism, discrimination or violence against women. For more information see VicHealth 3

4 Step 2: Develop training plan It is helpful to develop a training plan to reflect the results of the training needs assessment and capture the details of the training program. A template, including key considerations for developing a training plan, is provided below. Key questions Capacities for gender equity and the prevention of violence against women Considerations Use the training needs assessment and identified learning needs to identify and prioritise what capacities (knowledge, attitude and skill) the training will focus on. Consider whether different work groups need a different focus, based on their learning needs or role. Consider how the capacities align with other objectives within the organisation, region or industry and whether the training can complement or help to fulfil these other agendas. Topics and content Decide on what topics and content to prioritise. Consider the needs of different work groups. Delivery and reach Training should be delivered in a way that enables worker participation yet doesn t disrupt business operations. When deciding on the best way to reach people in the organisation with information and learning opportunities, consider: delivering training within existing meetings opportunities to embed information and training within organisational systems (e.g. staff recruitment and induction) using different formats, including presentations, workshops, and training modules using a variety of delivery modes including face-to-face and online. Different approaches may be suitable for different groups (new staff, workers, senior management, Board, committees). Resources Trainer Consider resource availability (human, financial). Consider external training providers who have specialised skills in this area. A number of training programs with a focus on gender equality and preventing violence against women exist: VicHealth short courses, Domestic Violence Resource Centre Victoria training, 4 A guide to staff training on gender equity and the prevention of violence against women Learnings from the Generating Equity and Respect program

5 Template: Training Plan Educational strategy Capacities Description of strategy Knowledge (List capacities) Attitude (List capacities) Skill (List capacities) Aim/learning objectives Topics Participants Resources Timing Evaluation Overall aim and specific learning objectives List of content to be covered Describe target group; anticipated numbers Facilitator time including travel, preparation and follow up Participant time Audiovisual requirements, venue and so forth Handouts/information, including relevant policies or guidelines Session length (include time for evaluation) Consider: pre- and post-training surveys, observation/reflection by facilitator/s, session feedback sheets, group debrief Raising awareness and building the capacity of staff to promote gender equity in their work is essential to creating gender equity in the workplace. VicHealth 5

6 Step 3: Deliver training To ensure staff training is delivered sensitively and maximises outcomes, consider the following: Ensure every training session is a safe environment for participants. Acknowledge that people may have their own experiences of violence against women and family violence. Ask the group to respect one another. Have information and resources about support services available. Give permission for people to leave at any time if they want. Be available at the end of the session to answer questions or give support. Where possible, use a male and female facilitator to model equal and respectful relationships. Expect resistant statements and challenging questions. Resistance is better than indifference as the participant is engaged. See VicHealth s Challenging Conversations resource: /publications/community-of-practice-reflections Use examples that resonate with participants, such as scenarios raised by staff in the training needs assessment or previous training. Provide examples of what other organisations have done to create gender equity in the workplace as it is helpful to see what is possible. Spend time on key concepts and definitions (e.g. gender equality and gender equity; primary, secondary and tertiary prevention; underlying causes of violence against women). Staff training may be delivered as a comprehensive training program or as stand-alone sessions. An example outline of a comprehensive training program is provided. A detailed outline of three of these training sessions (marked with *) is also provided below. Resource: Outline of comprehensive training program Audience Format and duration Title New staff Induction module (20 mins) Prevention of violence against women Gender equity* All staff Workshop (1.5 hours) Values, beliefs and attitudes about the prevention of violence against women* Team / work group Training program (3 hours) Three modules: 1. Causes and contributing factors of gender-based violence: exploring the myths 2. Being male or female: how does this affect health? 3. Taking action Board and senior management Presentation (20 mins) Introduction to primary prevention of violence against women* Senior management Workshop (3 hours) Gender equity Committee / working group Workshop (45 mins) Workshop (45 mins) Workshop (45 mins) Introduction to gender equity Applying a gender lens Understanding the gender audit 6 A guide to staff training on gender equity and the prevention of violence against women Learnings from the Generating Equity and Respect program

7 Resource: Detailed outline of three training sessions Training session for all new staff Format Duration Title Aim Capacities Induction module 20 minutes Gender equity To introduce new staff to the ways that the organisation works to promote gender equity Knowledge Awareness of the organisation s gender equity policy position Understanding of actions at the individual, community, organisational and societal level that prevent violence against women from happening in the first place Attitude Gender equality is everyone s business Skill Confidence in using gender equity tools or processes Topics Organisational policy statement What is gender equality? Evidence for gender inequality in Australia What is gender equity? What does gender equity look like in our organisation? Commonwealth and state legislation Workplace Gender Equality Agency reporting and Indicators Relevant workplace policies Applying a gender lens to policy, program, service or practice Practical ideas for challenging sexism at work VicHealth 7

8 Training session for all staff Format Duration Title Aim Capacities Workshop 1.5 hours Values, beliefs and attitudes about the prevention of violence against women To explore staff values, beliefs and attitudes about equality, respect and violence against women and the organisation s commitment to the prevention of violence against women Knowledge Identify how gender is relevant to one s work Attitude Violence against women is everyone s business Gender equality is everyone s business Promoting gender equity and non-violent norms are effective solutions to preventing violence against women Gender equality is something that we should strive to achieve at the individual, community, organisational and societal levels Topics Workshop questions to pose: Gender inequality is an underlying cause of violence against women in our society. What do you think or feel about this statement? What do you think or feel about gender equality; respect; violence against women? What would you like our organisation s commitment to be in relation to prevention of violence against women (public statement)? Acknowledge that people may have their own experiences of violence against women and family violence. Ask the group to respect one another. 8 A guide to staff training on gender equity and the prevention of violence against women Learnings from the Generating Equity and Respect program

9 Training session for Board and senior management Format Duration Title Aim Capacities Presentation 20 minutes Introduction to prevention of violence against women To introduce the concept and rationale of primary prevention of violence against women to members of the Board or senior leaders. The session provides an overview of what our organisation is currently doing and aims to do in the prevention of violence against women and why we are working in primary prevention. Knowledge Awareness of the organisation s access and equity policy (or equivalent) Understanding that violence against women is serious, prevalent and preventable Understanding that unequal distribution of power and resources between men and women and adherence to rigidly defined gender roles are the key determinants of violence against women Understanding of actions at the individual, community, organisational and societal level that prevent violence against women from happening in the first place Understanding of actions that the organisation can take to mainstream gender equity (gender-aware planning, program and service delivery; implementation of organisational gender equity policy or procedures) Attitude Violence against women is everyone s business Gender equality is everyone s business Promoting gender equity and non-violent norms are effective solutions to preventing violence against women Gender equality is something we should strive to achieve at the individual, community, organisational and societal levels Topics Setting the scene: violence against women and girls is a public health, gender equality and human rights challenge that is pervasive across all sections of the community Our organisation s policy statement and/or strategic goal Violence against women current statistics and health impacts Underlying causes of violence against women Definitions of primary, secondary and tertiary prevention of violence against women The evidence base including national framework Definition of gender equality and gender equity What our organisation is currently doing; relevant examples for each type of prevention Feedback about findings of staff survey/consultation (if available) Primary prevention vision, strategy, partnerships and activities; where to from here VicHealth 9

10 Step 4: Evaluate training Evaluation of staff training can be as simple or as comprehensive as the available resources allow. A comprehensive staff survey can be undertaken to evaluate the training (see Resource: Staff survey example, below). However, evaluating the training can be as simple as asking participants a few simple questions, such as: What are one or two things that stood out for you; something that you will take away from the session? If we ran this session again, what could we do to improve it? Given the challenges, what will be your next step? In addition to the participant questions, you should look at the key evaluation questions and considerations provided below. Evaluation questions Process evaluation Were the training and development activities of good quality and of value to participants (informative, engaging, effective, suitable, right amount of time)? What could be improved and how? Impact evaluation Considerations Consider collecting evaluation data from both the participants and trainers/facilitators. Consider the method of collecting evaluation data, including surveys, interviews, and focus groups. Consider pre- and post-training evaluation in order to monitor whether there is any change in the level of capacity across the organisation. Did the training and development activities improve the level of capacity (knowledge, attitude, skill) across the organisation? For more information see VicHealth s concise guide for evaluating Victorian projects for the primary prevention of violence against women: 10 A guide to staff training on gender equity and the prevention of violence against women Learnings from the Generating Equity and Respect program

11 Resource: Staff survey example Question 1 * For each statement below please indicate whether you agree or disagree. There are no right or wrong answers. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree Don t know 1. Discrimination against women is no longer a problem in the workplace in Australia 2. Gender equality is everyone s business 3. [Organisation] should have a clear public position that demonstrates its commitment to gender equity 4. It is important that both men and women are employed at senior management levels within all organisations 5. A woman has to have children to be fulfilled 6. Men should take control in relationships and be head of the household 7. [Organisation] should have gender equity practices in place 8. A university education is more important for a boy than a girl 9. Breastfeeding mothers returning to work should be provided with the necessary breaks and a private and comfortable area to breastfeed or express milk 10. Violence against women is inevitable in our society Question 2 * Read the following statements carefully and tick all those that are correct: 1 in 3 women in Australia has experienced physical assault since the age of 15 1 in 5 women in Australia has experienced sexual assault since the age of 15 Women with disabilities are less likely to experience violence than other women 25% of children in Australia have seen violence against their mother or stepmother In Australia intimate partner violence poses greater health risks to women aged years than high blood pressure, obesity and smoking More than 50% of rape allegations are false Question 3 * The following list contains both underlying determinants (the root cause of the problem) and contributing factors (factors that increase risk) of violence against women. Please choose two key determinants of violence against women in our society (tick two only): Mental health issues Adherence to rigidly defined gender roles Alcohol or drug abuse Socioeconomic disadvantage Unequal distribution of power and resources between men and women Witnessing or experiencing family violence as a child * Indicates a mandatory question. VicHealth 11

12 Question 4 * Do you think that gender is relevant to your work? Yes Don t know / unsure No Question 5 In what ways is gender relevant to your work? Tick any that apply: It influences my workplace Has a role in how my work is valued by society In my relationships and practice with clients It influences the health of my clients / our consumers It is a factor in people s access to our health service Other Question 6 Please give an example or examples of the above if you wish: Question 7 * Do you think you have a role to play in preventing violence against women and/or promoting gender equity? Yes Don t know / unsure No Question 8 * For each statement below please indicate whether you agree or disagree. There are no right or wrong answers. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree Don t know 1. I feel motivated to do something to promote gender equity in my workplace 2. I have the capacity to consider gender equity in my day-to-day work 3. I feel confident in using gender analysis in my day-to-day work 12 A guide to staff training on gender equity and the prevention of violence against women Learnings from the Generating Equity and Respect program

13 Question 9 Please comment on the previous question if you wish: Question 10 * From the following list, please indicate your level of familiarity with the following organisation policies/guidelines: Never heard of this Heard of this Seen it Read it (List organisational policies) Question 11 * For each statement below please indicate whether you agree or disagree. There are no right or wrong answers. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree Don t know 1. Everyone at [Organisation] has an important role to play in preventing violence against women 2. Violence against women is more of a problem in certain cultural groups 3. It is important that workplaces have policies in place to promote gender equity 4. Promoting gender equity and non-violent norms are effective solutions to preventing violence against women 5. [Organisation] is doing more than it was 12 months ago to promote gender equity 6. Violence against women is everyone s business VicHealth 13

14 Victorian Health Promotion Foundation PO Box 154 Carlton South Victoria 3053 Australia T F vichealth@vichealth.vic.gov.au vichealth.vic.gov.au VicHealth acknowledges the support of the Victorian Government. VicHealth 2016 May 2016 P-MW-378